МЕРЫ МОТИВАЦИОННОГО ВОЗДЕЙСТВИЯ, ПРИМЕНЯЕМЫЕ ДЛЯ СТИМУЛИРОВАНИЯ ТРУДА МЕДИЦИНСКИХ РАБОТНИКОВ. ОБЗОР ЛИТЕРАТУРЫ
Введение: человеческие ресурсы являются наиболее важной составной частью любой системы здравоохранения, производительность которой целиком зависит от знаний, навыков и мотивации лиц, ответственных за оказание медицинских услуг. В то же время, развитие человеческих ресурсов является областью научных знаний, где отсутствуют простые ответы, а отказ вмешиваться в рынок человеческого капитала приводит к отставанию, которое может затянуться на годы и даже десятилетия. Стимулирование труда и менеджмент человеческих ресурсов оказывают влияние на утилизацию всех ресурсов системы здравоохранения. Краеугольным камнем эффективного менеджмента человеческих ресурсов является создание системы индивидуального стимулирования, основанной на инвестициях в человеческий капитал, что может выражаться в форме материального стимулирования, создания карьерных возможностей и улучшения рабочих условий.
Цель: проведение систематического поиска научной информации для изучения мер мотивационного воздействия, применяемых для стимулирования труда медицинских работников в условиях систем здравоохранения разных стран мира
Материалы и методы. Поиск научных публикаций проводился в базах данных доказательной медицины ((Elsevier, Web of Science, PubMed, Cochrane Library, TripDatabase, ResearchGate) и в электронных научных библиотеках (CyberLeninka). Всего был найден 4541 литературных источников, из которых для последующего анализа были отобраны 74 статьи. После окончания этапа автоматического поиска и исключения дублирующихся публикаций, нами был выполнен поиск публикаций «вручную», который позволил дополнительно выявить 6 литературных источников, включенных в настоящий обзор.
Результаты: менеджмент человеческих ресурсов кардинально отличается от менеджмента финансовых или физических ресурсов. Статус медицинского работника, который проявляется в форме общественного уважения, признания и поддержки, тесно связан с трудовой мотивацией. Положительная обратная связь со стороны руководства, коллег и обслуживаемого населения в отношении результатов медицинского труда является главным мотивационным фактором, наряду с получением материальных благ. В идеальных условиях удовлетворение этих потребностей становится ядром трудовой мотивации. В целом, медицинские специальности привлекательны для людей, которым нравится быть полезными для общества и заботиться о людях.
Выводы: трудовая деятельность обеспечивает человеку не только средства для существования, но и создает широкое поле других возможностей: творчества, самореализации и самоактуализации, которые наиболее полно проявляются у людей интеллектуальных профессий. Однако потребность в самоактуализации формируется изнутри и ее невозможно стимулировать извне, только создать условия для ее возникновения. Приверженность своей профессии, альтруизм и сострадание являются наиболее выраженными по силе мотиваторами для врачей, за которыми следует получение материальных благ.
Толкын А. Булегенов 1,
Ерсин Т. Жунусов 1, https://orcid.org/0000-0002-1182-5257
Лука Брузати 2, http://orcid.org/0000-0003-2768-5073
Думан Берикулы 1,
Юлия М. Семенова 1, http://orcid.org/0000-0003-1324-7806
Маржан А. Даулетьярова 3,
1 Государственный медицинский университет города Семей,
г. Семей, Республика Казахстан;
2 Университет Удине, г. Удине, Италия.
3 Медицинский университет Астана, г. Астана, Республика Казахстан
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